People and Jigsaw Puzzles


People are like jigsaw puzzles. Just as a puzzle is a picture assembled by putting various pieces together in a certain way, a person is composed of various attributes fitted together in a particular manner. And just as puzzles have pieces that fit together to form a whole, each of us has a unique set of attributes, or characteristics, that together represent the essence of who we are. Furthermore, although a person may resemble some people more than others, no two persons are exactly alike.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

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Personality Structures


Comparing individual differences to a jigsaw puzzle leaves an important question unanswered: What is the source of the pieces and their interrelationships? In other words, how are personalities structured? Although we do not have all the answers, the prevailing theories suggest that personality structure can be understood from the standpoint of three elements: determinants, stages, and traits.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Leadership and Transformation


There is some consensus concerning what is important, and what needs to be done to bridge the gap between transformation expectations and transformation achievement that is found in many companies.

  • A clear and compelling vision and strategy is essential for both differentiation and transformation. The vision should embrace both the transformation ‘end state’ and the transformation process.
  • Top management commitment is of crucial importance in the management of change. It needs to be communicated and sustained. A practical and necessary demonstration of commitment is to ensure that all the pieces of the transformation jigsaw puzzle and the critical factors for competitive success are in place.
  • People need to be empowered and equipped to manage change, and to handle the extra responsibilities that are being placed upon them. This requires a holistic perspective, new attitudes, fresh approaches and additional techniques. In particular, there is a need for the qualities associated with the ‘organic manager.’
  • Within corporations there are hidden businesses. Management and business processes should focus energies and resources upon those people and activities that activities that make the greatest contribution to business development the greatest contribution to business development and competitive success.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

 

Transformation Checklist


  • Does your company have a vision of a flatter and more flexible form of organization?
  • Is there a corporate-wide transformation program in place to  bring it about?
  • Does it address winning business and the creation of value, ‘know-how,’ opportunities and new ventures?
  • Does the program embrace facilitating skills, enabling processes and supporting technology?
  • Is it designed to influence attitudes by changing behavior?
  • How disruptive will it be of short-term customer relationship?
  • What will be done to retain the commitment of those who may be disadvantaged at a particular stage in the change process?
  • How committed is top management to achieving the transformation?
  • How this commitment been communicated?
  • Do the managers of the organization, and particularly the senior managers, behave as role models?
  • Have all the requirements for a successful transformation been identified?
  • What ‘building blocks’ or ‘pieces of the jigsaw puzzle’ might be missing?
  • In particular, are the necessary enablers in place, and have skill requirements been addressed?
  • Is it clear to the people of the organization that the program has been thought through?
  • Is the reward system compatible with the changes that are being sought?
  • Have likely obstacles and barriers been identified, and are programs in place to deal with them?

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

The Transformation Jigsaw Puzzle


The efforts of many companies to achieve transformational change have been counter-productive. Some of those who ‘believed’ or who ‘tried,’ now feel betrayed. There is insecurity, widespread disbelief and cynicism in many companies.

 One of the reasons why so many people question either the commitment of senior management to change, or the feasibility of transformation, is that they perceive that all the change elements that the necessary for successful transformation are not in place.

As well as critical success factors, some obvious areas are being over-looked. The document, whether physical or electronic, is the currency of a business, the signals that pass through the nerves of the organic network and trigger intelligent reactions. It is the means by which most activities happen. Yet many organizations are unaware of how much time and resource are devoted to this unrecognized area of business, the production and distribution of documents.

 My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight